I freeze up during interviews. What can I do?

Q: I prepare for interviews and then I freeze during the interview. I feel like as I come off as more nervous than confident. How do I get beyond my nerves and show an interviewer the true me?

A. I love candor so thanks for having the guts to submit your question!

Interviewing is a skill, a skill most of us only need on occasion. We typically don’t interview day in and day out, like driving, writing or flossing our teeth. Any skill can get rusty. I remember trying to ice skate about 10 years ago thinking I would be able to jump on the ice like I did when I was a kid. It took me some time to get the hang of it again. I felt like I needed to almost re-learn how to skate.

Interviewing is similar. It is a skill that may require some practice before a candidate “steps on the ice again.” First, think about commonly asked interview questions. There are plenty of online resources which will provide typical interview questions. Then, jot down some notes on how you can best respond, while showcasing your strengths and talents. Finally, think about where you struggle in your answers and devote some extra attention to that area.

Some candidates find it very helpful to videotape themselves during a mock interview. Videotaping can help you identify your weaknesses. Maybe you overuse one word. Perhaps you attach an unnecessary “ya know” to the end of your responses. Or maybe you don’t maintain eye contact.

If you feel like you are freezing and are unable to respond, it is OK to ask for a moment to think about your response to buy you some time. Example: “Let me think about a good example for you.” Or you could ask a clarifying question to better understand the question. Example: “Did you want me to focus only on my last position or is it OK to share an example from earlier in my career?”

With practice, your interviewing skills will likely improve.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Tips for creating a LinkedIn profile

Q: I have been told to create a LinkedIn profile. I need some guidance. What should I make sure is on there? I am a bit baffled about what I should include and what I should exclude.

A: Creating a LinkedIn profile can be daunting. Realize it will take some time to create. In the end, it is well worth it.

Here is what I think is important in a LinkedIn profile:

1. A professional photo. LinkedIn pages with photos get a longer look. Especially with the prevalence of telephone interviews, recruiters will often rely on a photo to better “picture” with whom they are talking.

2. Ensure that your LinkedIn page and your resume share similar content. Your resume should not scream engineer if your LinkedIn page says you are a trainer.

3. Set a goal for adding connections. Mine is 3-5 new connections per week.

4. Include key words if you are job hunting. Key words are often used by recruiters to find those with specific skills. Make sure that your key words are in your profile.

5. Make sure your contact information is included. Your cell phone, your email, etc.

6. Join relevant groups. If you are a marketing professional, I would expect you to be part of several marketing groups. Some groups may be appropriate for your profession and some may be driven by where you went to college or where you live.

7. Market yourself. If you are quoted in a journal or an article, showcase it on LinkedIn.

8. Finally, keep your profile updated. If you have changed jobs or been promoted, update your profile. If you have moved to San Francisco, let us know that too!

I am on LinkedIn probably 5-6 days per week. It is worth the investment of time to develop a robust profile!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. 

Husband seriously ill, what are my options?

Q: My husband was just diagnosed with a serious illness, possibly life threatening. I am unsure of my leave options at work. I have been with my employer for almost nine years. Can you share what I might be eligible for? I have never take a leave before.

A: I am sorry that your husband was diagnosed with a serious health condition. I am sure this has created a lot of stress for both of you as well as other family members.

You may qualify for the Family and Medical Leave Act (FMLA). The FMLA allows many employees to take up to 12 weeks of job-protected leave off for a number of reasons, one being to allow an employee to care for a spouse with a serious health condition. There are a few conditions though. Your employer has to employ 50 or more workers. It sounds like you have already met an additional requirement, that you have worked for your employer for 12 months or more. Also, you must have worked at least 1,250 hours in the last 12 months. Finally, you must work at a location where the employer has 50 employees within 75 miles. This law does not require that your employer pay you for any of this time off. A helpful fact sheet on FMLA can be found at http://www.dol.gov/whd/regs/compliance/whdfs28.pdf.

You also may qualify for earned sick time assuming you are employed in Massachusetts. As of July 1, 2015 employees in Massachusetts are permitted to take up to 40 hours per year of sick time for a number of reasons, one being to care for a sick spouse. If your employer has 11 or more employees, the sick time must be paid, assuming you have earned it. More information can be found at http://www.mass.gov/ago/docs/workplace/earned-sick-time/est-employee-notice.pdf.

Your company may also have their own internal policy on sick time, family illness or paid time off (PTO) which may also provide some income protection if you need to take time off. If your employer has a handbook, it may be helpful to review the handbook or any internal policies on time off or leaves of absence.

If you have an internal Human Resources (HR) department, they might be a helpful resource. They may be able to work through a few different scenarios with you. It is wise to know in advance, what options might be available to you. There may be flex hours or telecommuting options that could assist you during this time.

Also many employers offer Employee Assistance Programs (EAPs) which provide short-term counseling, resources and referrals for employees.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

What’s a CEO to do when holiday party guests drink too much?

Q: We had a holiday party where several employees probably had too much to drink. Their guests were worse. The guests did not think the rules applied to them because they were not employees. As the CEO of a small business, what are my rights here? I was fearful that people could get into an accident on the way home. We had a block of rooms reserved but some said that they did not plan on staying at the hotel.

A: It sounds like the situation was frightening. When you invite employees and their guests to an event, you expect everyone to use good judgment when alcohol is involved. The rules do apply to your guests… because they are YOUR GUESTS! You are inviting employees and their guests and it is a company event.

You have a few choices. First you could ask the guests to leave, which would likely cause friction between the company, the guest and the employee. You could pay for the hotel room, which is a small investment compared to someone getting hurt or endangering others. Or you could pay for a cab ride home. There is some possible liability if you are the provider of the alcohol and someone gets hurts later that evening.

Next year, think about how to avoid this situation. Let employees know that you expect others (employees and guests) to exercise good judgment. Re-think the holiday party. Maybe do a lunch or breakfast instead. Or continue with a hotel event but plan to pay for rooms or cab vouchers.

The tone of holiday parties is often set by the senior leaders of the company. I remember many years ago a senior leader of my company shared cab vouchers with me to give to others. This Vice President knew many would be reluctant to approach him and ask for a voucher, but, if I handed them out, the vouchers would be readily accepted. It worked. There was no stigma and the senior team didn’t know who exactly used the vouchers. Some stayed at the hotel but many of the vouchers were used. It was not a wild party but some employees and guests should not have been driving that night.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

The motivators of a positive workplace

Q: You must know some simple rules to look for when finding a new job. I talk to friends who love their work and their office mates. I don’t have that now. Instead, I have someone next to me who tries to change my political opinions, another who never washes his hands and someone near me who thinks we all want to hear about her recent dates. I try to avoid all of them but we are packed in like sardines.

A: Oh no! This doesn’t sound like a positive work environment for you. Based upon my own very UNscientific observations, here is what I think are some of the motivators of a positive workplace.

1. A connection to the work. Most satisfied employees I talk with have some connection to their work. They love what they do or they love MOST of what they do. Sales people might love closing the deal. Interior designers might love finding the right fabric for a project. A kindergarten teacher might love hearing a child read their first word.

2. A connection to the client, the end user, the patient, the student, the community or the guest. Often times, I hear from employees that they love the population with whom they work. They love their customers, their most challenging patients or the kids in their classroom. Enthusiastic employees will often feel energized and refreshed after they have shared a successful moment (or moments!) with that customer!

3. A connection to colleagues! It sounds like that might be missing for you. Employees don’t have to be best friends. However, it makes it more pleasant if you enjoy the folks that work in the cube one over from you. A common interest (e.g., the love of Tom Brady or skiing) can link people together. Or you might have two people share a bond because they take the same train into the office. I have one client that has started a growing contest in the hopes of improving the connection between office mates. The employees are voting on what to grow (e.g., tomatoes, sunflowers, daisies, etc.) and then they all try to grow, from seed, these plants. Every two weeks, the CFO will be measuring and recording the results! In June, they plan to announce a winner! Even those without a green thumb are interested in the contest! I can’t change your current co-worker situation unfortunately. However, if you look at new opportunities, take a tour. Ask employees what they like and dislike about the company. You will hear a lot!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.